Concordia University

http://www.concordia.ca/content/concordia/en/hr/dept/compensation/pay-equity/archives/committee.html

Committee

In accordance with the Pay Equity Act, every organization of 10 or more employees must accomplish and maintain pay equity. Concordia University, as the employer, is therefore responsible for implementing its pay equity plan by December, 31, 2010. Financial penalties are applicable to the employer in the event the deadline is not met.

Committee members

To complete the current Pay Equity exercise, and in accordance with the Pay Equity Act, a joint committee was created with representatives of employee groups and the employer.

The members of the Pay Equity Committee (PEC) are:

Employee group representatives

Mae Ann Burridge: CUSSU representative
Kathleen O'Connell: Non-unionized representative
Miriam Posner: Non-unionized representative
Melanie Drew: Non-unionized representative
Geoff Selig: CUPEU representative

Employer representatives

Clara Paradisis: Concordia representative
Tchad Lafleur: Committee Chairperson - Concordia representative

Committee Support

Dimitra Kofitsa, Human Resources - Compensation

Contributors

Judith Caroll, CSN advisor for unionized employees
Lucie Corney, Coordinator, Pay Equity Commission
Yves Trépanier, Aon Consulting Committee advisor
Carolina Willsher, Human Resources - Associate Vice-President

Roles and obligations of the Committee

The pay equity committee participates in the establishment of a pay equity plan. The committee plays a decision-making role in the first three stages of the program, that is:

  1. The identification of the predominantly female job classes and of the predominantly male job classes in the groups targeted by the current pay equity project (see Pay Equity Results);
  2. The description of the methods and tools selected to determine the value of job classes and the development of a value determination procedure (see Pay Equity Results);
  3. The determination of the value of job classes, a comparison between them, the valuation of differences in compensation and the determination of the required adjustments.
  4. Its role is advisory in the fourth stage, that is: The terms and conditions of payment of the adjustments in compensation.

     
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